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Little today fuel gives the HR that everybody brings classic case, the firewood that is Yamaxun proposes a toast management and performance are assessed.
1994, yamaxun is born in garage of a family. After 20 years, this company that handles official bussiness on door plank desk grows to return big global line to go up for Biwoerma all the way retail tycoon, year gross income reachs 89 billion dollar, agency is set in 30 many countries, have employee to amount to the many personnel of 150 thousand. Yamaxun ranks 2016 the whole world " 100 big the most valuable brand " the 8th, more surmounted 2018 with the Google with superexcellent celebrated welfare, behead is obtained 2018 Linkedin " the whole world is optimal employer " special honour.
How does Yamaxun accomplish all these? It is why to be planted after all glamour is in 20 years drawing top talented person continuously, the general that comprised it firm arms?
Firewood proposes a toast management and performance are assessed, perhaps be the answer medium important one annulus.
Firewood fulfil philosophy of Yamaxun: "Emphasize employee approbating a company to develop for a long time, the high pay of instantly of and rather than proposes a toast " .
Yamaxun's firewood proposes a toast, basically form by 3 parts:
① Base Salary: The class that press duty is divisional, will generate through Base Salary of seize back confiscated property of Total Package, Target.
② signs cost (Signing Bonus) : General and this year's unripe 4-5 10 thousand the left and right sides, take minute years, bonus of before calculating 2 years, other Hi-tech company also has completely (the stake part that did not take to make up for stock of advanced surface company)
RSU(Restricted Share Units) of ③ restricted stock: Yamaxun the income of employee under market level standard, also do not have even short-term bonus even, even burden of him dig down is major medical treatment insurance premium. But in May 1997 Yamaxun the stock appears on the market, with the price open quotation of every 9 dollars, now already record-breaking ground breaks through 1000 dollars! Of every employee identifying equity is a company affirmatory to their happiness. Want a company only at the beginning gain, can create a large quantities of one moneybags to come instantly. This is shared with respect to the prospective profit that is Yamaxun make.
Yamaxun's staff owns use Cliff Vesting, the first year 5% , the 2nd year 15% , the 3rd the 4th year each 40% . Two years of every half an year are feasible finally authority 20% . Yamaxun does not have bonus really, perhaps say those who allot to bonus is the kind that carries a share certificate actually. Want get over only two years, see the tendency of flax share price, your pay will make a person be left speechless with wonder or fear -- for example their E-staff member, SVP, firewood fulfil is 160 thousand dollar, had sealed a top, also do not have very tall. But they in those days if can take 5 million dollars such stock, the integral development that what emphasize more actually inside this is attention company follows integral increase.
Annual 4-8 month, yamaxun still can be behaved last year according to employee, rank in sectional interior, send new share according to performance and post class. The stock component of new hair is taken for 2 years (each 50%) , also be to prevent staff flow is frequent.
Head of system of firewood fulfil drive is compared two years little, meet from the back increasing. Yamaxun has extremely strong culture to direct, requirement employee has uncensored to company foreground eager belief, so special need assures the dinkum sex of the team. Yamaxun is seeking person and sieve person ceaselessly, stay finally in Yamaxun so in-house is to agree with Yamaxun the Tong Chai of culture, stay more for a long time to be able to jump over easy to take. Those cannot get used to this kind of strong culture, the head went two years, the cost that the company pays also is met relatively a few lower.
Different company structure, close also influence is worn promote to a high office and compensation. Yamaxun each branches and in the high level is met every year to sit a meeting, discussion staff grows place and inadequacy, may promote a batch of employee to rise job, yamaxun promotes employee, rise office space to employee, discuss through attending a meeting. Company organization structure is adopted compressed turn management, operation center calculates wage according to small chronometer, manager of new employee, product, senior manager, chief inspector, core leads a group to wait. Yamaxun is rising it is easy to be not, but also many employee firewood fulfil compare a boss Beizunsiduo.
Altogether, in Yamaxun, firewood fulfil is more than it is firewood fulfil. It is in system of reward of firewood of have the aid of, will choose education the enterprising, clever, employee that is good at thinking.
The assessment standard that the system changes and flow: "360 degrees examine a way "
Yamaxun built a system to change " 360 degrees of performance are assessed " , this kind of famous assessment method is proved make a great coup, constituent efficiency rises apparently, employee aim feels pure and simple. More enterprise also is inspired accordingly, begin to suit the assessment system of company characteristic and flow according to work out of structure of company business, organization.
Are 360 degrees of assessment specific be how operate? Let us one by one analytic.
Above all, company foundation the target inside some period, decompose the target to departmental door, make departmental door makes clear ego to locate.
Subsequently, the branch builds the assessment standard that the system changes and flow.
Finally, sectional objective is decomposed examine an end for the individual, every the individual amounts to mark, the branch is assessed integratedly also amount to mark.
The assessment system that the system changes decomposed giant and abstract task not only, more communicated the enterprise anticipation to performance information, stimulate all employee to reach respective working goal. But no matter be,arrive from the company the individual's assessment, cannot break away from an industry actual, unplug blindly tall or depress.
Annual in September, yamaxun can make the relatively simple assessment in year, and will undertake to second year year end is assessed in April in December, major shift firewood and rising also happen in year end.
Yamaxun does not have particular group to examine, and the performance assess that the assess of group performance is pair of this group Leader. Because Yamaxun thinks the eye of masses is bright, should offer more feedback to follow support, the result that yields whole performance to evaluate is mixed in the round as far as possible objective.
Performance assessment can ask the relevant personnel of 6 above is based on leader force principle 14 performance assessment, feedback, write case even. And the action that performance examines also can become very heavy, for example the everybody in the time of a week is in the likelihood to write all sorts of assessment madly, performance result, suspend other jobs even. Yamaxun takes degree seriously to come to what performance assesses this, also caused a few controversy.
"AFT " with Yamaxun " feedback culture "
2013, american firewood proposes a toast investigation company PayScale discloses, it is in 500 strong list of money world, yamaxun is employee reservation rate (Employee Retention Rates) one of lowermost enterprises. 2015, the United States " new York Times " two reporters Jordan Kantor and David Streitfeld discover through interviewing, yamaxun's in-house feedback culture perhaps is the cause that creates this kind of appearance.
Yamaxun encourages employee to be able to feedback be evaluated to what the colleague works to ranking manager directly, no matter this kind of evaluation is the front negative still, and want to give to the identity of feedback stuff as the manager confidential. In the performance management system that such feedback system tool also is used at Yamaxun, this tool has a name to be called " Anytime Feedback Tool " , almost weekly or should undertake similar feedback every months. Employee of abdicate of Ceng Youya horse can receive 50~60 page to print the feedback data that come out. Here face wants the index data to a few to assume responsibility to every employee with respect to drag in. Arrived the end of the year, after Yamaxun undertakes performance is assessed constituent a course, can a list hands over a board of directors, list listed respectively expression is best and the employee with the poorest performance, use policy that will decide to reward and be fired.
Actually, the purpose that Yamaxun designs so wants to let every employee break through his limit namely, make larger contribution for the enterprise, yamaxun is famed with high performance, tall challenge at the world, it is the name comes really solid return.
But such practice also caused the criticism with a lot of employee and dissatisfaction, because of employee more need are helped conceivably and promote, is not to keep handle criticism, the expressional data that explains oneself why not beautiful, waste a large number of time thereby, delayed more job, be faced with possibly even direct by discharge. Famous " PIP " system, it is Yamaxun the another allusion exemple of high-pressured culture.
PIP, sweet candy still is arsenic: "Almost everybody ever was before desk cry bitterly "
PIP - Performance Improvement Plan (performance promotes a plan) , the person that give those low performance namely makes a specific performance target and time time, for instance: 30 days, 60 day or 90 days, ask their deadline improves performance, will face the risk of contract of labor be removinged by the company otherwise. Carry out the effect actually what be in a lot of companies, be equivalent to basically be being announced " capital punishment postpone a deadline " .
2015, " new York Times " about Yamaxun one piece when publish the long article of rigorous management pattern caused extensive and far-reaching discussion. The article shows, employee performance pursues Yamaxun " discard stays infirmly strong " , often fire with pop chart or menace will lash employee, urge a fellow worker even mutual show up one's fault, the result causes employee pressure tremendous, what encounter the tremendous misfortune such as cancer, abortion unfortunately is to be able to 't bear heavy burden more. Many people are complained work in Yamaxun " start working does not have knock off " . Had worked in Kindle before employee appearance, weekly job is as long as 80 hours, if be not done,attend a meeting be regarded as serious defect. After although be in,employee says to come off work, late night time or working phone mail or message often still are gotten when going vacationing, somebody suffers from because of overfatigue on gastric ulcer. Employee says to see the colleague cries in the office is " day-to-day work " .
In annual twice greater performance is evaluated in, those lie lowest the employee of 10% is possible by " PIP " . A lot of friends are likely the sensation on sth resembling a net of annual to going spacer screen temporarily news remain fresh in one's memory: A Yamaxun that entered PIP order employee tries to commit suicide.
In this gregarious media big at issue, appeared the antagonism of two kinds of viewpoints. Columnist writes fortune Chinese network: "Yamaxun accords with the two sides of angel and devil at the same time. To some people, yamaxun may be a marble place, let them feel them are undesirable, what the company evaluates to working performance is strict, also exceed their anticipation. But another some of person feels this is an environment that has challenge sex probably, can make them accomplish the issue that also had not considered even oneself to he can be accomplish. " new York Times " the person that those content of the description won't let any ever had worked in wall street surpriseds, the person that also won't let any ever had worked in the industry with intense height of a certain competition surpriseds. The person that also won't let any ever had worked in the industry with intense height of a certain competition surpriseds..
Another writer writes: "Yamaxun 14 " army compasses " in the first -- " the client is consummate " , however, want to obtain the several people that are having rich affection and individual thinking, even the unity of tens of 10 thousand people is cognitive, it is the job that finishs impossibly apparently. " new York Times " the employee before the employee that more than 100 Yamaxun gathered in the report is mixed is example, if be in Yamaxun the whole world is close in the employee of 100 thousand person, find the employee with dissatisfactory to the job more, also be not tickler. Also be not tickler..
The person that also has another a group of people of same interest thinks Yamaxun needs to change oneself culture, provide better working environment for employee. About discussion of Yamaxun that runs way, had had early in Xi Yatu area discuss, the administrative pattern of too severe exacting, the mail that marble criticism, late night still is flying to, in Yamaxun the job is scolded the dog is a fact. Emphasize in this " Work Hard, have Fun, make History " for the enterprise, plod is the first forever, arrived even occasionally approximately brutal degree, a lot of employee express after leaving Yamaxun, love to be hated again again to the experience that then Duan Xinqin works, in young when have so a paragraph of experience is quite good, but if things go on like this is overcome.
Hind " PIP " times, "Pivot " can you be Yamaxun's better choice?
2016, yamaxun eventually the footstep of follow Microsoft, abandoned employee performance grade is ranked end of the year. This also shows Yamaxun thinks tarry or draw more talented person. The new plan that Yamaxun implements now is called " centre " (Pivot) , the form is to invite low performance employee and a domain expert (cry " professional ambassador " ) knot two pairs, this employee is to provide performance guidance and support inside time time of the regulation by this professional ambassador.
Although was accepted,Pivot basically is aimed at those coach and help, but performance still lasts low stuff. This plan offerred 3 alternatives for employee:
(1) accept a company to leave one's post compensation, leave a company of one's own accord.
(2) accept an expert to coach, finish beforehand the target of a few performance of set, will prove oneself are valuable still to the company.
(3) have video " adjudgement " the conference, participation member includes him employee, person of the same trade (the whole world that pursues similar work station with this employee works in the same place) and ranking manager, the style of the conference is similar to a court, member attending the meeting resembles jury a bit, in order to decide the need with this whether true employee shares Pivot plan.
Be in whole in the process that adds center plan, employee coachs those who accept a full-time group and support, these people are professional domain expert, be called " professional ambassador " (Career Ambassador) " . The candidate that Yamaxun asks to apply for professional ambassador position people manage in manpower resource, the working experience that negotiates relation of mediation, employee or social service respect to have more than 7 years. The goal that sets this position is to help employee realize the greater potential of their individual.
The action that Yamaxun hopes the setting of this position can have change game regulation -- the PIP before can be not offerred for employee any coach or groom.
Last year the end of the year, the performance that Yamaxun once had said publicly to plan to want to build this company afresh examines technological process. Today, reason believes Yamaxun hopes through this centre plans, change people to be opposite the impression of culture of performance of this company high pressure, guide employee to understand the performance culture of the company correctly afresh. But its executive effect how, still need time to prove.
I am little fuel, HR female fellow, send hair little article everyday, send send a dried food, sensibility and reason have both. Attention is filled with firewood firewood head date, grow together with little fuel, escape commonplace, it is better to become oneself.
